Organizational Change Management

General data

Course ID:	2500-EN-S-101
Erasmus code / ISCED:	14.4 Kod klasyfikacyjny przedmiotu składa się z trzech do pięciu cyfr, przy czym trzy pierwsze oznaczają klasyfikację dziedziny wg. Listy kodów dziedzin obowiązującej w programie Socrates/Erasmus, czwarta (dotąd na ogół 0) – ewentualne uszczegółowienie informacji o dyscyplinie, piąta – stopień zaawansowania przedmiotu ustalony na podstawie roku studiów, dla którego przedmiot jest przeznaczony. / (0313) Psychology The ISCED (International Standard Classification of Education) code has been designed by UNESCO.
Course title:	Organizational Change Management
Name in Polish:	Organizational Change Management
Organizational unit:	Faculty of Psychology
Course groups:	Business Psychology Specialization specialization courses for 4 and 5 year
ECTS credit allocation (and other scores):	(not available) Basic information on ECTS credits allocation principles: the annual hourly workload of the student’s work required to achieve the expected learning outcomes for a given stage is 1500-1800h, corresponding to 60 ECTS; the student’s weekly hourly workload is 45 h; 1 ECTS point corresponds to 25-30 hours of student work needed to achieve the assumed learning outcomes; weekly student workload necessary to achieve the assumed learning outcomes allows to obtain 1.5 ECTS; work required to pass the course, which has been assigned 3 ECTS, constitutes 10% of the semester student load. view allocation of credits
Language:	English
Type of course:	elective courses
Short description:	Organizational Change Management (OCM) is a framework for managing the change introduced to company by new strategy, merge with another company, new business processes, cultural changes, technological shift, organizational restructuring or even headcount optimization initiatives. Simply put, OCM addresses people side of change management. The goal of the course is to prepare participants to act as change management project team members, with particular attention to HR perspective.
Full description:	"Nothing endures but change. There is nothing permanent except change. All is flux, nothing stays still." - Heraclitus Dealing with change, and, more importantly, the impact of change on people is a growing priority for all organizations. We are living in so called “exponential times”, when progress in IT & technology stimulates sociological changes at the speed never known before. As a matter of fact, most modern enterprises are in the constant change whether they want it or not, and so are employees. Facilitating change is more critical now than ever as organizations are also affected by extremely demanding economic conditions and are still driven to improve efficiency, productivity, and service quality. Organizational Change Management (OCM) is a framework for managing the change introduced to company by new strategy, merge with another company, new business processes, cultural changes, technological shift, organizational restructuring or even headcount optimization initiatives. Simply put, OCM addresses people side of change management. In this course, we analyze the forces that drive organizations to change, examine barriers to change, and survey a range of approaches for making organizational change more effective. You gain the skills to understand typical change situations, how others react to change and how to effectively lead them through that time. You will be able to drive change initiatives or at least actively support them from psychological perspective. We talk about engaging people, overcoming resistance and proper communication. You learn about typical project and managers tools than should be useful to meet these goals. The particular attention is paid to difficult HR challenges that managers may face during change implementation.
Learning outcomes:	During the course students will: - improve own ability to change by managing reactions - learn how people react to change and how to use this knowledge to lead them successfully through business transformation - learn about change theories and how to apply the appropriate theory for an organization’s specific needs - possess knowledge how to take people through the various phases of transition and lead or support change management more effectively with less resistance Knowledge – when finishing the course students know: - major change management theories and their evolution - major tools and implementation approaches - the basics of project management (PMI & Agile) - the rules for “tough managerial calls” - conditions of typical current organizational changes Skills – when finishing the course students can: - provide the support from HR perspective for managers implementing organizational change - use the basic project management tools, in particular as PMO - prepare correct internal communication plan supporting the change management - adjust transition plans to cultural limitations As a result, students will be prepared to: - play the role of PMO for change management initiatives - act as HR support for managers when implementing change
Assessment methods and assessment criteria:	Final exam (written or oral, each student is allowed to choose preferred form): 100% of final score The standard grade scale will be applied. Attendance rules Maximum 1 absence (2h) without excuse and 1 absence (2h) with excuse. 2 absences (even both excused) require additional homework.

This course is not currently offered.

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